The international journal of knowledge, culture and change management, 2006
I was born and bred in South Africa - Johannesburg I am fluently bilingual in English and Portugu... more I was born and bred in South Africa - Johannesburg I am fluently bilingual in English and Portuguese. I obtained my first degree in Sociology of Communication in South Africa. I then moved abroad to live and work in Portugal. Moreover, I travelled to England to pursue my ...
Starting from the assumption that, the organizational learning process influences, in a positive ... more Starting from the assumption that, the organizational learning process influences, in a positive way, the innovative environment and that it shows positive effects on individual, group and organizational performance, this paper deals with the analysis of companies that provide knowledge-intensive products. Referring to the initial information obtained through an adequate survey that is still being performed since May 2009, the main goal is to identify the ways to an organizational learning, measure its importance and identify the effects on the social and economic development. Our reflexion study handles two Portuguese knowledge-rich-organizations, based on the metropolitan area of Lisbon. The paper has the following methodological structure: in the first chapter we will make a theoretical contextualization about the organizational learning; in the second chapter we will handle the data recovered using the SPSS statistics software and, afterwards, presenting the main results. Finally, starting from the main conclusions achieved, we will give clues to an ongoing reflection.
This study focuses on the organisational culture oriented to learning in the context of achieving... more This study focuses on the organisational culture oriented to learning in the context of achieving the goals of sustainable development. Its objective is to perceive the positioning of values in the culture of organisations, in learning processes, and their influence on performance. This organisational typology facilitates the acquisition, use, and dissemination of knowledge. They learn on a basis of harmony, convergence, companionship, commitment, responsibility and focused on objectives. Which supports the sustainability of the organisation and its creative innovation processes and Sustainable development of society in general. As a methodology, it resorts to secondary data from several empirical works. It assumes that the organisational culture determines performance. However, this philosophy of learning cannot be viewed incoherently. This is due to the determination of behaviors which establish relationships of interaction, sharing, communication and commitment. It uses the model of contrasting values of the organisational culture by Cameron and Quinn to investigate the typology of organisational culture in Higher Education. Evidence largely confirms that the organisational culture, “Adhocracy” is prevalent in the institutions under analysis and that the “Clan” typology is the second most representative one. As the following analysis confirms, this can help achieve more sustainable development goals. These results illustrate that in learning organisations, not only a single typology is adopted, but various others support a central one.
Advances in human resources management and organizational development book series, 2015
The purpose of this chapter is to highlight the importance of cross cultural collaboration and le... more The purpose of this chapter is to highlight the importance of cross cultural collaboration and leadership contextualized in a knowledge management paradigm with innovation and intangibles as cornerstones of competitive advantage. It is our intent to shed light on the importance of new knowledge arising from the paradigm shift of organizational values wherein intangibles lie. An innovative culture based on learning steers organizations on human potential with a new mindset to develop core competencies. This chapter demonstrates how core values of commitment, tolerance, involvement and willingness to take risk foster organizational sustainability in the new age paradigm. Complex, dynamic and turbulent organizational environments lead to second order learning, as opposed to first order learning. Organizational memory is reinforced in an environment of collaborative effort and committed knowledge workers. The quality of learning depends on leadership fostering teamwork and harnessing a common vision and organizational principles that nurture and encourage trust.
The current knowledge economy has brought several challenges to contemporary organisations. There... more The current knowledge economy has brought several challenges to contemporary organisations. There is need for flexibility on the part of key players, namely individual employees as well as organisations as a whole; this flexibility arises from the innovation in both products and services. The complexity of knowledge requires an education that enhances softer skills. The intellectual capacity, creativity, and adaptability of individuals gives rise to greater flexibility. This strengthens the fact that there is a change of paradigm in the way human capital is viewed. Through the human-oriented perspective, knowledge is seen as collective sense making and social practice. The objective of this chapter lies in this context of complexity, change, and adaptation within an economic and social reality based on knowledge. Therefore, the chapter aims to reflect upon Knowledge Management in companies such as universities where tacit knowledge is stored as intellectual capital in the minds of both lecturers and students and to highlight the need to instill the new paradigm which fosters knowledge creation and sharing in universities.
This paper summarizes the main arguments within the scientific discussion on the issue of the sof... more This paper summarizes the main arguments within the scientific discussion on the issue of the soft skills in knowledge-based economies. The main purpose of this research is to reflect on the role of Higher Education Institutions in the training of soft skills, as well as to improve the academic curriculum. This subject appears as a consequence of some inadaptability of the graduate students to the working market as referred by employers. This work pretends to draw attention to other teaching-learning methodologies, based on holistic learning and multiple intelligences, where the emotional, social and civic skills are underlined. The starting point is the following question: «which are the distinctive and competitive skills in a knowledge-based society?» and its objectives are: to reflect on intangible dynamic skills, contrasting them to traditional skills, which are mainly based on technical and scientific domains. Therefore, the academic curriculum should be focused on learning to learn and learning to unlearn. According to the literature and the organizations' desires, this is strategic in a based knowledge economy, because learning should be interactive, cognitive, emotive, relational, emotional and evolutionary. Currently, individuals require a skills pack that combines technical-scientific skills with those which support instrumentals, such as social and emotional skills. The latest is the additive with multiplicative properties of professional and social performance and which facilitate the consolidation of both intrapersonal and interpersonal skills. However, as the emotional and social aspects have not been enhanced in higher education curriculum projects, the present study aims to identify frailties in graduate students regarding distinctive skills in a knowledge-based society. The methodological tools of the research are based on the literature review, and on some developed works on the subject. According to this purpose, we pretend to underline the need towards the superior academic curriculum in order to decrease the existing gap between the technical and soft skills and on the other hand to improve the workers' performance. This work also reflects on the skills available on offer at higher education, with the aim to identify relational, social and emotional skills in graduate students. The results of the research can be useful for society in general, because it allows improving values such as attitudes, behaviours, relationships, engagement, ethics, responsibility, performance, among others.
The international journal of social sustainability in economic, social and cultural context, 2014
Social, economic, organisational and cultural changes have had an enormous impact on the 21st cen... more Social, economic, organisational and cultural changes have had an enormous impact on the 21st century. Within this context of change, it is imperative for economic agents to take on the responsibility of dealing with these changes in order to harness organisational sustainability. Therefore, this paper aims to focus on the need for a new and different organisational philosophy which is founded on different values. For this reason, organisations should adopt a different way of managing characterized by a spirit of entrepreneurial creativity, being humanistic in nature. In order for this creativity to emerge, it is vital that employees are able to work in an environment where freedom and accountability prevail. In this regard, organisations redefine their values in order to reap their employees’ creative contributions being strategic inputs in nature. This paper focuses on the perceptions that employees have concerning the inherent values prevalent in the structural characteristics of a learning organisation. This research is supported with primary data findings gathered from the health sector in Portugal. The responses obtained in this study seem to show the existence of an organisational culture which does not support the shift in paradigm in view of it being contradictory to those values which form part of learning organisations and high performance working organisations. It seems evident that there is an urgent need for a change in organisational culture, specifically in the health sector in Portugal, in order to improve the effective and efficient use of knowledge, with the focus being on performance gains, competitive advantage and overall sustainability – harnessing the high performance paradigm.(undefined
<jats:p>The chapter highlights the endogenous strengths that humans have of exposing societ... more <jats:p>The chapter highlights the endogenous strengths that humans have of exposing society to sustainable change. At birth, humans bring with them a triptych code including, the social, emotional and spiritual, that needs to be further developed. Those non-cognitive skills that schooling should instill are possible via service learning education. Through education, individual citizens are enthused with harmonious cognitive and non-cognitive skills which are positive, inclusive, humane, in harmony with life and circumstances. In the current complex and uncertain economy, this education model is directed at social responsibility, social innovation, citizenship, personal and social commitment. Being holistic, multi-focused and dynamic, it brings together learning, service and the economy. This learning- teaching model aligns with an intellectual and humanized society; entails two simultaneous objectives, pedagogical and community collaboration; focuses on real circumstances, deals with community-identified needs, solidarity, cooperation, harmony and commitment. </jats:p>
Organizations are currently living through profound changes while dealing with the prevailing rat... more Organizations are currently living through profound changes while dealing with the prevailing rate of information change and innovation. Alternative ways of educating organizations highlight the strategic importance of humanization in organizations. Humanization is the stabilizer of productivity and communities of practice (CoPs) – the tools which enable employees to act in this space. Organizations that nurture CoPs embrace learning, are sensitive, tolerant, and cooperate. CoPs are nurtured by cooperation while disregarding both competition and egotism. Strategic variables emerge in this context which leads to the paradigm shift focusing on trust, voluntary sharing, employees&#39; selflessness, and shared leadership. Knowledge in an organization and within each employee is viewed as complementary and not a substitute or as an issue of contention. Knowledge sharing is a necessary condition to improve both organizational performance and its attractiveness. The importance of CoPs in this chapter focuses on the humanization perspective as CoPs promote learning in business contexts.
In the current knowledge economy, organisational assets have acquired intangible characteristics ... more In the current knowledge economy, organisational assets have acquired intangible characteristics harnessing organisational sustainability. This study demonstrates the association between tangible and intangible assets to achieve an organisation’s full potential. The emerging claimed paradigm shift is externalised through human potential. An alternative viewpoint is proposed - how intellectual capital could be considered and measured. The umbrella term of human potential entails concepts of emotional, social and knowledge potentials. The model attempts to respond to the demands and challenges of the knowledge society on intellectual capital. Primary data obtained from a sample of postgraduate students based at University in the north of Portugal, shows questionnaire responses reveal an awareness of emotional and social capitals despite it loosing importance for those individuals who are gainfully employed. From this analysis, it can be inferred that human potential is a necessary condition albeit not in isolation
Advances in library and information science (ALIS) book series, 2019
This chapter analyzes human and emotional capitals as the main source for organizational change, ... more This chapter analyzes human and emotional capitals as the main source for organizational change, innovation, and learning. Individuals and teams thus have the aptitude to revitalize their learning ability. The purpose of this chapter is to explore the relationship between intentional unlearning and forgetting. Dynamic capabilities and knowledge management emphasize that organizational innovation depends on knowledge considered to be the vital resource. The old dominant logic must be unlearned for organizations to embrace innovation and creativity. Organizational learning models are critiqued and the capacity for unlearning in organizational learning processes is highlighted. Unlearning typologies and related barriers of organizational forgetting are critiqued. Furthermore, unlearning leads to innovation as re-learning is based on initiative and experimentation between individuals in a blameless culture. The organizational learning social constructivist perspective is adopted in a dynamic capability theoretical framework. Furthermore, the notion of transdisciplinarity embraces a new age mindset which refutes the old dominant logic.
Organizational and business ethics research has played a fundamental role in stimulating the awar... more Organizational and business ethics research has played a fundamental role in stimulating the awareness of the need for a paradigm change. This change is based on the anachronistic nature of already existing paradigms. These are instrumental to thwart economic agents making ...
Breaking Down Language and Cultural Barriers Through Contemporary Global Marketing Strategies, 2019
The main aim of this chapter is to demonstrate the importance of innovation and creativity in nur... more The main aim of this chapter is to demonstrate the importance of innovation and creativity in nurturing organizational sustainability. Through knowledge and its sharing, the leadership process is oxygenated with human and holistic values in contemporary organizations. This chapter seeks to emphasize distinct characteristics in the leader and values in the leadership process needed in the present knowledge-based economy which is merciless towards cognitive and human stasis. Creating and sharing knowledge are considered the fundamental drivers of organizational performance. Furthermore, knowledge is also viewed as one of the most important resources for the survival of organizations and their prosperity. The aim of this chapter highlights why organizations require to encourage innovation and creativity. This chapter will seek to highlight its main objectives i.e., debating the role that humanizing leadership fulfils in organizations that are desperately in need to revitalize human cha...
Handbook of Research on Program Development and Assessment Methodologies in K-20 Education, 2018
One of the main challenges of contemporary society is its incessant focus on developing individua... more One of the main challenges of contemporary society is its incessant focus on developing individuality and personal objectives. A shift in paradigm will remove the dominant logic paradigm which impedes holistic development that is necessary for spiritual development to occur. A balanced society requires two perspectives, namely, the materialistic and the humanistic. Widespread materialism characterizes the dominant system, is associated with that which is rational, visible and tangible. In direct contrast, the humanistic perspective is uniquely concerned with values, beliefs and feelings. Humanism is only visible through the inner self and felt through the goodness of the heart; it is based on that which is associated with emotions, the spiritual and the inner conscience. Education is an instrument for developing society. To educate is an art and not simply the performance of a task, it is to liberate the learner for life and thereby giving the learner meaning for existence. The shif...
Handbook of Research on Human Resources Strategies for the New Millennial Workforce
The capacity for unlearning is important for organizations to embrace innovation and creativity, ... more The capacity for unlearning is important for organizations to embrace innovation and creativity, due to the urgent need give up obsolete knowledge. A critique of organizational learning models highlights the unlearning capacity in organizational learning processes. We anticipate new paths for organizational learning arising from a critique of the models. Research shows that a lack of the unlearning capacity in the organizational learning models can be regarded as a weakness. We propose the internalization phase be included, an intermediate step that absorbs, reflects upon and internalizes all the previous phases, accommodating this additional phase and integrating it into the organization increasing the value of the organization's heritage. The level of internalization should be backed by a specific leadership and associated with humanizing organizational values. The self-efficacy construct placed at the center of this model indicates its umbrella capacity embracing a range of e...
The international journal of knowledge, culture and change management, 2006
I was born and bred in South Africa - Johannesburg I am fluently bilingual in English and Portugu... more I was born and bred in South Africa - Johannesburg I am fluently bilingual in English and Portuguese. I obtained my first degree in Sociology of Communication in South Africa. I then moved abroad to live and work in Portugal. Moreover, I travelled to England to pursue my ...
Starting from the assumption that, the organizational learning process influences, in a positive ... more Starting from the assumption that, the organizational learning process influences, in a positive way, the innovative environment and that it shows positive effects on individual, group and organizational performance, this paper deals with the analysis of companies that provide knowledge-intensive products. Referring to the initial information obtained through an adequate survey that is still being performed since May 2009, the main goal is to identify the ways to an organizational learning, measure its importance and identify the effects on the social and economic development. Our reflexion study handles two Portuguese knowledge-rich-organizations, based on the metropolitan area of Lisbon. The paper has the following methodological structure: in the first chapter we will make a theoretical contextualization about the organizational learning; in the second chapter we will handle the data recovered using the SPSS statistics software and, afterwards, presenting the main results. Finally, starting from the main conclusions achieved, we will give clues to an ongoing reflection.
This study focuses on the organisational culture oriented to learning in the context of achieving... more This study focuses on the organisational culture oriented to learning in the context of achieving the goals of sustainable development. Its objective is to perceive the positioning of values in the culture of organisations, in learning processes, and their influence on performance. This organisational typology facilitates the acquisition, use, and dissemination of knowledge. They learn on a basis of harmony, convergence, companionship, commitment, responsibility and focused on objectives. Which supports the sustainability of the organisation and its creative innovation processes and Sustainable development of society in general. As a methodology, it resorts to secondary data from several empirical works. It assumes that the organisational culture determines performance. However, this philosophy of learning cannot be viewed incoherently. This is due to the determination of behaviors which establish relationships of interaction, sharing, communication and commitment. It uses the model of contrasting values of the organisational culture by Cameron and Quinn to investigate the typology of organisational culture in Higher Education. Evidence largely confirms that the organisational culture, “Adhocracy” is prevalent in the institutions under analysis and that the “Clan” typology is the second most representative one. As the following analysis confirms, this can help achieve more sustainable development goals. These results illustrate that in learning organisations, not only a single typology is adopted, but various others support a central one.
Advances in human resources management and organizational development book series, 2015
The purpose of this chapter is to highlight the importance of cross cultural collaboration and le... more The purpose of this chapter is to highlight the importance of cross cultural collaboration and leadership contextualized in a knowledge management paradigm with innovation and intangibles as cornerstones of competitive advantage. It is our intent to shed light on the importance of new knowledge arising from the paradigm shift of organizational values wherein intangibles lie. An innovative culture based on learning steers organizations on human potential with a new mindset to develop core competencies. This chapter demonstrates how core values of commitment, tolerance, involvement and willingness to take risk foster organizational sustainability in the new age paradigm. Complex, dynamic and turbulent organizational environments lead to second order learning, as opposed to first order learning. Organizational memory is reinforced in an environment of collaborative effort and committed knowledge workers. The quality of learning depends on leadership fostering teamwork and harnessing a common vision and organizational principles that nurture and encourage trust.
The current knowledge economy has brought several challenges to contemporary organisations. There... more The current knowledge economy has brought several challenges to contemporary organisations. There is need for flexibility on the part of key players, namely individual employees as well as organisations as a whole; this flexibility arises from the innovation in both products and services. The complexity of knowledge requires an education that enhances softer skills. The intellectual capacity, creativity, and adaptability of individuals gives rise to greater flexibility. This strengthens the fact that there is a change of paradigm in the way human capital is viewed. Through the human-oriented perspective, knowledge is seen as collective sense making and social practice. The objective of this chapter lies in this context of complexity, change, and adaptation within an economic and social reality based on knowledge. Therefore, the chapter aims to reflect upon Knowledge Management in companies such as universities where tacit knowledge is stored as intellectual capital in the minds of both lecturers and students and to highlight the need to instill the new paradigm which fosters knowledge creation and sharing in universities.
This paper summarizes the main arguments within the scientific discussion on the issue of the sof... more This paper summarizes the main arguments within the scientific discussion on the issue of the soft skills in knowledge-based economies. The main purpose of this research is to reflect on the role of Higher Education Institutions in the training of soft skills, as well as to improve the academic curriculum. This subject appears as a consequence of some inadaptability of the graduate students to the working market as referred by employers. This work pretends to draw attention to other teaching-learning methodologies, based on holistic learning and multiple intelligences, where the emotional, social and civic skills are underlined. The starting point is the following question: «which are the distinctive and competitive skills in a knowledge-based society?» and its objectives are: to reflect on intangible dynamic skills, contrasting them to traditional skills, which are mainly based on technical and scientific domains. Therefore, the academic curriculum should be focused on learning to learn and learning to unlearn. According to the literature and the organizations' desires, this is strategic in a based knowledge economy, because learning should be interactive, cognitive, emotive, relational, emotional and evolutionary. Currently, individuals require a skills pack that combines technical-scientific skills with those which support instrumentals, such as social and emotional skills. The latest is the additive with multiplicative properties of professional and social performance and which facilitate the consolidation of both intrapersonal and interpersonal skills. However, as the emotional and social aspects have not been enhanced in higher education curriculum projects, the present study aims to identify frailties in graduate students regarding distinctive skills in a knowledge-based society. The methodological tools of the research are based on the literature review, and on some developed works on the subject. According to this purpose, we pretend to underline the need towards the superior academic curriculum in order to decrease the existing gap between the technical and soft skills and on the other hand to improve the workers' performance. This work also reflects on the skills available on offer at higher education, with the aim to identify relational, social and emotional skills in graduate students. The results of the research can be useful for society in general, because it allows improving values such as attitudes, behaviours, relationships, engagement, ethics, responsibility, performance, among others.
The international journal of social sustainability in economic, social and cultural context, 2014
Social, economic, organisational and cultural changes have had an enormous impact on the 21st cen... more Social, economic, organisational and cultural changes have had an enormous impact on the 21st century. Within this context of change, it is imperative for economic agents to take on the responsibility of dealing with these changes in order to harness organisational sustainability. Therefore, this paper aims to focus on the need for a new and different organisational philosophy which is founded on different values. For this reason, organisations should adopt a different way of managing characterized by a spirit of entrepreneurial creativity, being humanistic in nature. In order for this creativity to emerge, it is vital that employees are able to work in an environment where freedom and accountability prevail. In this regard, organisations redefine their values in order to reap their employees’ creative contributions being strategic inputs in nature. This paper focuses on the perceptions that employees have concerning the inherent values prevalent in the structural characteristics of a learning organisation. This research is supported with primary data findings gathered from the health sector in Portugal. The responses obtained in this study seem to show the existence of an organisational culture which does not support the shift in paradigm in view of it being contradictory to those values which form part of learning organisations and high performance working organisations. It seems evident that there is an urgent need for a change in organisational culture, specifically in the health sector in Portugal, in order to improve the effective and efficient use of knowledge, with the focus being on performance gains, competitive advantage and overall sustainability – harnessing the high performance paradigm.(undefined
<jats:p>The chapter highlights the endogenous strengths that humans have of exposing societ... more <jats:p>The chapter highlights the endogenous strengths that humans have of exposing society to sustainable change. At birth, humans bring with them a triptych code including, the social, emotional and spiritual, that needs to be further developed. Those non-cognitive skills that schooling should instill are possible via service learning education. Through education, individual citizens are enthused with harmonious cognitive and non-cognitive skills which are positive, inclusive, humane, in harmony with life and circumstances. In the current complex and uncertain economy, this education model is directed at social responsibility, social innovation, citizenship, personal and social commitment. Being holistic, multi-focused and dynamic, it brings together learning, service and the economy. This learning- teaching model aligns with an intellectual and humanized society; entails two simultaneous objectives, pedagogical and community collaboration; focuses on real circumstances, deals with community-identified needs, solidarity, cooperation, harmony and commitment. </jats:p>
Organizations are currently living through profound changes while dealing with the prevailing rat... more Organizations are currently living through profound changes while dealing with the prevailing rate of information change and innovation. Alternative ways of educating organizations highlight the strategic importance of humanization in organizations. Humanization is the stabilizer of productivity and communities of practice (CoPs) – the tools which enable employees to act in this space. Organizations that nurture CoPs embrace learning, are sensitive, tolerant, and cooperate. CoPs are nurtured by cooperation while disregarding both competition and egotism. Strategic variables emerge in this context which leads to the paradigm shift focusing on trust, voluntary sharing, employees&#39; selflessness, and shared leadership. Knowledge in an organization and within each employee is viewed as complementary and not a substitute or as an issue of contention. Knowledge sharing is a necessary condition to improve both organizational performance and its attractiveness. The importance of CoPs in this chapter focuses on the humanization perspective as CoPs promote learning in business contexts.
In the current knowledge economy, organisational assets have acquired intangible characteristics ... more In the current knowledge economy, organisational assets have acquired intangible characteristics harnessing organisational sustainability. This study demonstrates the association between tangible and intangible assets to achieve an organisation’s full potential. The emerging claimed paradigm shift is externalised through human potential. An alternative viewpoint is proposed - how intellectual capital could be considered and measured. The umbrella term of human potential entails concepts of emotional, social and knowledge potentials. The model attempts to respond to the demands and challenges of the knowledge society on intellectual capital. Primary data obtained from a sample of postgraduate students based at University in the north of Portugal, shows questionnaire responses reveal an awareness of emotional and social capitals despite it loosing importance for those individuals who are gainfully employed. From this analysis, it can be inferred that human potential is a necessary condition albeit not in isolation
Advances in library and information science (ALIS) book series, 2019
This chapter analyzes human and emotional capitals as the main source for organizational change, ... more This chapter analyzes human and emotional capitals as the main source for organizational change, innovation, and learning. Individuals and teams thus have the aptitude to revitalize their learning ability. The purpose of this chapter is to explore the relationship between intentional unlearning and forgetting. Dynamic capabilities and knowledge management emphasize that organizational innovation depends on knowledge considered to be the vital resource. The old dominant logic must be unlearned for organizations to embrace innovation and creativity. Organizational learning models are critiqued and the capacity for unlearning in organizational learning processes is highlighted. Unlearning typologies and related barriers of organizational forgetting are critiqued. Furthermore, unlearning leads to innovation as re-learning is based on initiative and experimentation between individuals in a blameless culture. The organizational learning social constructivist perspective is adopted in a dynamic capability theoretical framework. Furthermore, the notion of transdisciplinarity embraces a new age mindset which refutes the old dominant logic.
Organizational and business ethics research has played a fundamental role in stimulating the awar... more Organizational and business ethics research has played a fundamental role in stimulating the awareness of the need for a paradigm change. This change is based on the anachronistic nature of already existing paradigms. These are instrumental to thwart economic agents making ...
Breaking Down Language and Cultural Barriers Through Contemporary Global Marketing Strategies, 2019
The main aim of this chapter is to demonstrate the importance of innovation and creativity in nur... more The main aim of this chapter is to demonstrate the importance of innovation and creativity in nurturing organizational sustainability. Through knowledge and its sharing, the leadership process is oxygenated with human and holistic values in contemporary organizations. This chapter seeks to emphasize distinct characteristics in the leader and values in the leadership process needed in the present knowledge-based economy which is merciless towards cognitive and human stasis. Creating and sharing knowledge are considered the fundamental drivers of organizational performance. Furthermore, knowledge is also viewed as one of the most important resources for the survival of organizations and their prosperity. The aim of this chapter highlights why organizations require to encourage innovation and creativity. This chapter will seek to highlight its main objectives i.e., debating the role that humanizing leadership fulfils in organizations that are desperately in need to revitalize human cha...
Handbook of Research on Program Development and Assessment Methodologies in K-20 Education, 2018
One of the main challenges of contemporary society is its incessant focus on developing individua... more One of the main challenges of contemporary society is its incessant focus on developing individuality and personal objectives. A shift in paradigm will remove the dominant logic paradigm which impedes holistic development that is necessary for spiritual development to occur. A balanced society requires two perspectives, namely, the materialistic and the humanistic. Widespread materialism characterizes the dominant system, is associated with that which is rational, visible and tangible. In direct contrast, the humanistic perspective is uniquely concerned with values, beliefs and feelings. Humanism is only visible through the inner self and felt through the goodness of the heart; it is based on that which is associated with emotions, the spiritual and the inner conscience. Education is an instrument for developing society. To educate is an art and not simply the performance of a task, it is to liberate the learner for life and thereby giving the learner meaning for existence. The shif...
Handbook of Research on Human Resources Strategies for the New Millennial Workforce
The capacity for unlearning is important for organizations to embrace innovation and creativity, ... more The capacity for unlearning is important for organizations to embrace innovation and creativity, due to the urgent need give up obsolete knowledge. A critique of organizational learning models highlights the unlearning capacity in organizational learning processes. We anticipate new paths for organizational learning arising from a critique of the models. Research shows that a lack of the unlearning capacity in the organizational learning models can be regarded as a weakness. We propose the internalization phase be included, an intermediate step that absorbs, reflects upon and internalizes all the previous phases, accommodating this additional phase and integrating it into the organization increasing the value of the organization's heritage. The level of internalization should be backed by a specific leadership and associated with humanizing organizational values. The self-efficacy construct placed at the center of this model indicates its umbrella capacity embracing a range of e...
Uploads
Papers by Orlando Petiz